Workplace ostracism and job performance: Meaning at work and family support as moderators

2019 ◽  
Vol 47 (11) ◽  
pp. 1-13 ◽  
Author(s):  
Liwei Feng ◽  
Jiapei Li ◽  
Taiwen Feng ◽  
Wenbo Jiang
Keyword(s):  
Regression Analysis ◽  
Job Performance ◽  
Family Support ◽  
Negative Relationship ◽  
Work And Family ◽  
Negative Effects ◽  
Hierarchical Multiple Regression ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

The negative relationship between workplace ostracism and employees' job performance has received increasing attention from academia and in practice. However, little is known about the conditions under which these negative effects can be alleviated. We investigated whether workplace ostracism simultaneously predicts in-role job performance and innovative job performance, as well as exploring the moderating roles of meaning at work and family member support in these relationships. Using data collected from 727 employees of 3 Chinese hospitals, we conducted a hierarchical multiple regression analysis to test our hypotheses. The results indicated that workplace ostracism predicted both poor in-role job performance and low innovative job performance. Moreover, high levels of family support moderated the relationship between workplace ostracism and innovative job performance. These results have implications for theoretical and practical understanding of workplace ostracism.

Workplace ostracism and employee silence: an identity-based perspective

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Md Sahabuddin ◽  
Tan Qingmei ◽  
Arslan Ayub ◽  
Tehreem Fatima ◽  
Mustafa Ishaq ◽  
...  
Keyword(s):  
Job Performance ◽  
Service Sector ◽  
Structural Model ◽  
Negative Relationship ◽  
Counterproductive Work Behaviors ◽  
Content Type ◽  
Workplace Ostracism ◽  
Employee Silence ◽  
Identity Based ◽  
The Relationship

PurposeExtant research has shown that workplace ostracism (WO) elicits counterproductive work behaviors, such as employee silence (ES), culminating in reduced job performance. However, lesser is known about the factors that buffer against this underlying linkage. With an emphasis on conservation of resource (COR) theory and social identity theory, this study investigates the hitherto unexplored moderating roles of moral identification (MI) and organizational identification (OI) in the relationship between WO and ES.Design/methodology/approachThe study employed a time-lagged design to collect multi-source data from 250 employees working in the service sector organizations in Pakistan. Data are analyzed in SMARTPLS (v 3.3.3) to assess the measurement model and the structural model.FindingsResults reveal that WO is positively correlated with ES and negatively correlated with job performance. At the same time, ES mediates the negative relationship between WO and job performance. In addition, MI and OI buffer against the positive connection between WO and ES. The positive association between WO and ES is less pronounced at high levels of MI and OI and vice versa.Practical implicationsThe findings indicate that there is potential value in developing MI and OI, for which several interventions are discussed.Originality/valueThis study is one of the few efforts to outstretch the boundary conditions of ES. Moreover, this is the first study to investigate the role of identity-based perspective in the relationship between WO and ES.

scholarly journals The Relationship between Workplace Ostracism and Job Performance: Role of Psychological Capital as Mediator

2018 ◽  
Vol III (III) ◽  
pp. 504-513
Author(s):  
Nazim Ali ◽  
Adnan Khan ◽  
Zahid Ali
Keyword(s):  
Job Performance ◽  
Psychological Capital ◽  
Negative Relationship ◽  
Equation Modeling ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
Structure Equation Modeling ◽  
Significant Negative Relationship ◽  
The Relationship

The objective of this research was to investigate not only the relationship among workplace Ostracism (WPO), psychological capital (PC), and job performance (JP) but also to test the mediating role of PC between WPO and JP. Data were gathered from 278 employees of public sector universities. Statistical Package for Social Sciences and Amos was used to test the relationship among all variables. Structure equation modeling was employed to test the developed model. The results showed that WPO had a significant negative relationship with PC and JP while a significant positive relationship between PC and JP was found. Furthermore, the results revealed that PC partially mediated the relationship between WPO and JP.

Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

scholarly journals Please, Do Not Interrupt Me: Work–Family Balance and Segmentation Behavior as Mediators of Boundary Violations and Teleworkers’ Burnout and Flourishing

2021 ◽  
Vol 13 (13) ◽  
pp. 7339
Author(s):  
Vânia Sofia Carvalho ◽  
Alda Santos ◽  
Maria Teresa Ribeiro ◽  
Maria José Chambel
Keyword(s):  
Well Being ◽  
Work And Family ◽  
Future Research ◽  
Boundary Violations ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Using Data ◽  
The Relationship

The lockdown, in the COVID-19 pandemic, is considered an external crisis that evokes innumerous changes in individuals lives. One of the changes is the work and family dynamics. Based on boundary theory we examine the mediated role of work and family balance and boundary segmentation behavior in the relationship between boundary violations and teleworkers’ stress and well-being. However, because women and men live their work and family differently, gender may condition the way teleworkers lead with boundary violations and boundary segmentation. Hypotheses were tested through moderated mediation modeling using data collected of 456 teleworkers during lockdown. In line with our expectations, teleworkers who have suffered most boundary violations were those with least boundary segmentation behaviors and with least work-family balance which, in turn was related to higher burnout and lower flourishing. Furthermore, gender was found to moderate the relationship between boundary violations from work-to-family and segmentation behavior in the same direction and this relationship was stronger for females than for males. We discuss implications for future research and for managing teleworkers, creating sustainability, both during a crise and stable days.

scholarly journals The Relationship between Liquidity and Firms’ Profitability: A Case Study of Karachi Stock Exchange

2017 ◽  
Vol 9 (1) ◽  
pp. 54 ◽  
Author(s):  
Nazish Bibi ◽  
Shehla Amjad
Keyword(s):  
Regression Analysis ◽  
Stock Exchange ◽  
Negative Relationship ◽  
Return On Assets ◽  
Current Ratio ◽  
Factors Affecting ◽  
Operating Income ◽  
Secondary Sources ◽  
Individual Variables ◽  
The Relationship

The purpose of this paper is to investigate the relationship between firm’s liquidity and profitability; and to find out the effects of different components of liquidity on firms’ profitability.The relationship between liquidity and firms’ profitability is empirically examined by collecting the data of 50 listed firms of Karachi Stock Exchange, Pakistan. Panel data has been collected from secondary sources for the year 2007 to 2011 .Net operating income and Return on assets are used measure of firm’s profitability. Liquidity of the firm is measured by using cash gap in days and current ratio. Firm size measured by net sales, total assets and market capitalization .The study applies regression analysis to determine factors affecting profitability. Incremental tests are carried out to see the importance of individual variables in the model.The results of correlation and regression analysis showed that there is a significant negative relationship between cash gap and return on assets while current ratio has significant positive relationship with profitability. Results further indicate that log of sales and log of total assets has positive significant relationship with profitability. The findings of this study are based on firms listed on the Karachi Stock Exchange (KSE). Hence, the results cannot be generalizable to those firms which are not listed on Karachi stock exchange. The sample of the study comprises only the merchandising and manufacturing firms. Banks are excluded due to their nature of work.

scholarly journals The relationship between inter-organizational trust and performance

2012 ◽  
Vol 60 (4) ◽  
pp. 89-98 ◽  
Author(s):  
Roman Fiala ◽  
Martin Prokop ◽  
Iva Živělová
Keyword(s):  
Structural Equation ◽  
Organizational Trust ◽  
Negative Relationship ◽  
Fit Indices ◽  
Supplier Performance ◽  
Significant Negative Relationship ◽  
Model Fit Indices ◽  
And Performance ◽  
Using Data ◽  
The Relationship

The article deals with an investigation of the relationship between inter-organizational trust and performance. Using data obtained in a questionnaire survey in 373 organizations with more than 20 employees with their seat in the Czech Republic, we found the relationship between inter-organizational trust and supplier performance, mediated by the level of conflict. Also, the statistically significant negative relationship between inter-organizational trust and costs of negotiation and the statistically significant positive relationship between supplier performance and perceived performance were confirmed. The hypothesis on the statistically significant relationship between inter-organizational trust and negotiating costs was not confirmed. The structural equation modelling technique was used in the calculations. The calculated model fit indices (CFI, NFI, NNFI) with values over 0.9 demonstrate a very good quality of the model.

scholarly journals Consensus among group members’ shared leadership ratings polarizes group performance

2020 ◽  
Author(s):  
Ioku Tomohiro
Keyword(s):  
Shared Leadership ◽  
Group Performance ◽  
Leadership Behavior ◽  
Regression Analyses ◽  
Hierarchical Multiple Regression ◽  
School Settings ◽  
Study Results ◽  
Group Members ◽  
Using Data ◽  
The Relationship

We examined whether the extent of perceived variability (i.e., consensus) among group members’ shared leadership ratings polarize group performances. Through using data from 39 classes in school settings, we explored the relationship between students’ shared leadership behavior and group performance as moderated by the extent of variability among group members’ shared leadership ratings. Study results, based on hierarchical multiple regression analyses, were consistent with the hypothesized conceptual scheme of moderation in that the slope of the relationship between shared leadership and group performance was stronger (and positive) for classes with high consensus than ones with low consensus. This indicates consensus among group members’ shared leadership ratings polarizing group performance.

Differential Effects of Work and Family Support on the Relationship Between Surface Acting and Wellbeing: A Self-Determination Theory Approach

2021 ◽  
pp. 003329412110484
Author(s):  
Chang C Xiang ◽  
Xu Wang ◽  
Ting T Xie ◽  
Cheng L Fu
Keyword(s):  
Job Satisfaction ◽  
Family Support ◽  
Work Motivation ◽  
Well Being ◽  
Self Determination Theory ◽  
Work And Family ◽  
Self Determination ◽  
Surface Acting ◽  
Psychological Well Being ◽  
The Relationship

Surface acting—the management of emotional displays as part of a nurse’s work role—is increasingly getting scholars’ attention in organizational behavior. Previous research focused on the relationship between surface acting and outcomes (such as psychological well-being) on the basis of resource-centric theories, ignoring the subjective stance of surface acting provider. According to self-determination theory, surface acting affects an individual’s well-being through stimulating autonomous or controlled work motivation. Taking nurses as the subjects, the current study proposed that surface acting would affect job satisfaction and further psychological well-being through nurses’ controlled work motivation, and work and family support would moderate the above relationships in diverse directions. An online survey of n = 342 nurses working at a hospital in central China was conducted, evaluating surface acting, job satisfaction, psychological well-being, workplace support, and family support. Results indicated that surface acting negatively influenced nurses’ psychological well-being through job satisfaction. In addition, the results highlighted the two-faced aspect of social support, in which work support positively moderated the relationships between surface acting, job satisfaction, and psychological well-being, while family support intensified the abovementioned relationships negatively. These findings have important implications for surface acting, social support research, and managerial practices.

Revisiting the Relationship Between Marketing Education and Marketing Career Success

2017 ◽  
Vol 39 (2) ◽  
pp. 109-123 ◽  
Author(s):  
Donald R. Bacon
Keyword(s):  
Regression Analysis ◽  
Regression Model ◽  
Career Success ◽  
Academic Major ◽  
Marketing Education ◽  
Classic Article ◽  
Using Data ◽  
The Relationship

In a replication of a classic article by Hunt, Chonko, and Wood, regression analysis was conducted using data from a sample of 864 marketing professionals. In contrast to Hunt, Chonko, and Wood, an undergraduate degree in marketing was positively related to income in marketing jobs, but surprisingly, respondents with some nonmarketing majors earned about the same as marketing majors in marketing jobs. Satisfaction with a marketing career was not significantly related to academic major. The income regression model explained 30% of the variance in marketing income, which is an improvement over the earlier study, but also indicates that most of the variance in marketing success is not explained by education. Implications are discussed.

scholarly journals The Relationship between Sexual Harassment and Job Satisfaction in the Context of Retailing Industry in China

2016 ◽  
Vol 6 (4) ◽  
pp. 1 ◽  
Author(s):  
Choi Sang Long ◽  
Zhao Lingyun ◽  
Tan Owee Kowang ◽  
Goh Chin Fei ◽  
Wan Khairuzzaman Wan Ismail
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Sexual Harassment ◽  
Descriptive Analysis ◽  
Negative Relationship ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey ◽  
Measurement Tools ◽  
Female Employees ◽  
The Relationship

The purpose of this study is to investigate the relationship between sexual harassment and job satisfaction in one of the China’s retailing company. A total of 103 respondents from one of the China’s retailing company are selected as respondents and thus data is analyzed based on the completed questionnaires. Sexual Experiences Questionnaire (SEQ) and Job Satisfaction Survey are employed as measurement tools to measure the sexual harassment and job satisfaction of employees separately. Descriptive analysis, correlations analysis and multiple regression analysis are utilized to analyze the collected data. The main findings revealed that sexual harassments, verbal conduct of sexual harassments and physical conduct of sexual harassments have a significant and negative relationship with job satisfaction and the non-verbal conduct of sexual harassment is not significantly related to the job satisfaction. The dominant element of sexual harassment is physical conduct of sexual harassment affecting on job satisfaction mostly among female employees in the organization. In addition, it is also found that the moderate level of sexual harassment creates a low level of job satisfaction in the organization. Furthermore, the dominant sexual harasser is often a colleague, followed by a superior, customer and others. Several recommendations are suggested for the company and for future researches.

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